Predictors of attitudes and performance in U.S. Army recruiters: Does personality matter?
Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the charact...
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Published in | Military psychology Vol. 32; no. 1; pp. 81 - 90 |
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Main Authors | , , , , , |
Format | Journal Article |
Language | English |
Published |
United States
Routledge
02.01.2020
Taylor & Francis Ltd |
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Abstract | Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the characteristics of successful recruiters has been conducted in civilian samples and has not examined the effects of recruiters' personality on their job-related attitudes and behaviors. Although some research has examined the prediction of recruiter performance in a military context, more research is needed to identify profiles of personality traits that will help recruiters to be successful on the job. We explored this relationship in a sample of experienced recruiters with at least six months of service in a recruiting duty assignment. Results indicated that composites of personality traits were substantial predictors of recruiter performance and attitudes. The implications of these results for the selection and assessment of recruiters in the U.S. Army will be discussed. |
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AbstractList | Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the characteristics of successful recruiters has been conducted in civilian samples and has not examined the effects of recruiters' personality on their job-related attitudes and behaviors. Although some research has examined the prediction of recruiter performance in a military context, more research is needed to identify profiles of personality traits that will help recruiters to be successful on the job. We explored this relationship in a sample of experienced recruiters with at least six months of service in a recruiting duty assignment. Results indicated that composites of personality traits were substantial predictors of recruiter performance and attitudes. The implications of these results for the selection and assessment of recruiters in the U.S. Army will be discussed. |
Author | Drasgow, Fritz Nye, Christopher D. Stark, Stephen Chernyshenko, Oleksandr S. White, Leonard A. Horgen, Kristen |
Author_xml | – sequence: 1 givenname: Christopher D. surname: Nye fullname: Nye, Christopher D. email: nyechris@msu.edu organization: Department of Psychology, Michigan State University – sequence: 2 givenname: Leonard A. surname: White fullname: White, Leonard A. organization: U.S. Army Research Institute – sequence: 3 givenname: Kristen surname: Horgen fullname: Horgen, Kristen organization: PDRI – sequence: 4 givenname: Fritz surname: Drasgow fullname: Drasgow, Fritz organization: The School of Labor and Employment Relations and the Department of Psychology, University of Illinois – sequence: 5 givenname: Stephen surname: Stark fullname: Stark, Stephen organization: Department of Psychology, University of South Florida – sequence: 6 givenname: Oleksandr S. surname: Chernyshenko fullname: Chernyshenko, Oleksandr S. organization: Division of Strategy, Management, & Organization at the Nanyang Business School, Nanyang Technical University |
BackLink | https://www.ncbi.nlm.nih.gov/pubmed/38536238$$D View this record in MEDLINE/PubMed |
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Notes | ObjectType-Article-1 SourceType-Scholarly Journals-1 ObjectType-Feature-2 content type line 23 The views expressed in this article are solely those of the authors and should not be construed as official policy or position of the U.S. Department of Defense, the U.S. Army, or the U.S. Army Research Institute for the Behavioral and Social Sciences. The research described in this paper was supported by a U.S. Army Research Institute for the Behavioral and Social Sciences contract W91WAW-09-D-0014. |
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SubjectTerms | Armed forces employee assessment Military recruitment Personality Personality traits Recruiter selection Use of Personality Testing for In-service Assignments |
Title | Predictors of attitudes and performance in U.S. Army recruiters: Does personality matter? |
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